Page 34 - Pembrokeshire Skills Report 2024

Healthier Mid & West Wales vision
The ambition is to shift from a service that just
treats illness to one that keeps people well,
prevents ill-health or worsening of ill health,
and provides any help you need early on.
Working in communities to provide more
joined-up support and care as close to home as
possible.
The hospitals also have an important role to
provide quality specialist support when needed,
and improve hospital services, so to provide the
very best standards and safety in care, with
better outcomes.
This vision will need a rethink in terms of skills
and technology requirements.
Moving from treating ill health to early
intervention, preventative care and integrated
community services will require new specialisms
in data integration and research management,
nutrition, health, lifestyle, digital early indication
and diagnostic systems to name a few. Hwyl
Dda have outlined a strategy on what skills and
development processes they need to make this
transition happen.
Extract from HDUHB strategy – Workforce
To deliver this strategy, we need to make
changes to the way in which services are
delivered, which means a flexible and adaptable
workforce that is competent, confident and
engaged.
Strive to be an employer of choice and the
health and well-being of staff being paramount.
By understanding future requirements, a
workforce pipeline can be developed,
concentrating on local population and
providing new and exciting career
opportunities in HDUHB rural healthcare model,
coupled with the opportunity to achieve a
sustainable future.
Around 80% of current staff will be working
with HDUHB in the future and it's important
that the development and implementation of
the workforce transformation programme
includes upskilling and reskilling.
hduhb.nhs.wales/about-us/healthier-mid-and-west-wales/healthier-mid-and-west-
wales-folder/documents/a-healthier-mid-and-west-wales-strategy/
While the transforming clinical services strategy
has been developing, the workforce
transformation programme has been escalated.
This highlights the increasing development of new
roles and expansion of roles. This work will
continue throughout the programme and includes,
• New ways of working – maximising use of our
information systems and streamlining
processes.
• Developing and implementing new registered
health care professional roles including
advanced and extended scope for:
• Paramedic,
• Nurse, therapy and health science
practitioners
• Developing further physician associate roles
• Introducing new types of health care support
worker roles
• Developing new professional roles and ways of
working that do not currently exist
• Delivering a workforce pipeline through the
development of career opportunities targeted
at our local population to future proof our
workforce through our ‘Grow Your Own’
programme.
For workforce transformation agenda, this means
that HDUHB will:
• Deliver this transformation in partnership with
staff
• Prioritise the workplan to maximise
effectiveness and enable staff to be able to care
for those with the greatest health need first
• Avoid duplication, and ensure that staff are
working to the top of their license for the
majority of their time (this means practicing to
the full extent of a staff member’s education
and training, instead of spending time doing
something that could be effectively done by
someone else)
• Maximise the benefits of our workforce
intelligence systems to streamline our working
practices, and utilise robust intelligence to
make our decisions, and monitor our
performance
• Look at the opportunities the wider public and
third sector brings and where appropriate,
deliver multi-disciplinary and multi-agency
workforce
Hywel Dda University Health Board
(HDUHB)
34